executive briefing slides devine
DESCRIPTION
Sales AssessmentsTRANSCRIPT
Improve your SalesforceBatting Average
Cost of a Bad Hire
What You See – The One Hour Date
Let’s talk about mePositive attitudeFacts and figures
What You Don’t See – Behavior, Attitude, and Technique
Are they comfortable with a “tough” close?Will they prospect?Will they be susceptible to unpaid consulting?How do they manage their pipeline?
Attitude
TechniqueBehavior
Behavior
“Will Do”
“Can
Do
”
Tec
hn
iqu
e
Can’t / Won’t Can’t / Will
Can / Won’t Can / Will
Skills - Prospecting, Bonding, Closing
Experience - What They’ve Done in the Past
Attitude - Ambition & Drive, Objectivity
Results - How Well They’ve Performed
Cognitive - Problem Solving, Self Awareness
Habits - Pipeline Management, Initiative
SEARCH Model
Long Sales Cycle
Short Sales Cycle
Dem
and
Fu
lfil
lme
nt
Dem
and
Cre
atio
n
AccountSales
CommoditySales
ConsultativeSales
Unique ValueSales
Process Oriented
Rel
atio
nsh
ips
Ambition&
Drive Control & Close
Pro
ble
m S
olv
ing
Sales Model
Performance = Ability X Motivation
“Can Do” “Will Do”
Salespeople hired for what they know and fired for who they are
Understanding Job Requirements
Know what you’re looking for:• Defined sales role
Identify red flags before the interview• Assessments tell the story
Avoid the “one hour date”• Structured interview process
The Hiring Process
TechnicalSkills
BehavioralAssessment
Past Performance
IndustryExperience
Bio-Data
Attitude
Predictive Success Factors
Stop Winging It
Interview to Uncover
How many hires do you wish you hadn’t hired?
How much have you invested in hiring/firing?
What is your interview/hiring process?
How much are you willing to invest in making the right hire?